Sr. Manager - Facilities

Company Overview

Group/Division

Job Description/Preferred Qualifications

We are currently looking for a Sr. Facilities Manager to ensure operational continuity and protect critical infrastructure. This individual will lead the launching of comprehensive Facilities Risk Assessments. This role will proactively identify vulnerabilities across essential systems, including HVAC, electrical distribution, gas delivery, and utilities, by assessing both the condition of physical assets and the robustness of the internal processes that support them. The focus will be placed on evaluating preventive maintenance programs, monitoring protocols, and repair response strategies to ensure they can sustain high-performance operations.

Define Scope and Objectives:

• Identify the systems to assess (e.g., HVAC, electrical, gas delivery, water, IT infrastructure).

• Clarify goals: operational continuity, safety, compliance, cost avoidance.

• Assemble a Cross-functional Team Including facilities, EHS, operations, IT, and security.

• Assign roles for data gathering, analysis, and mitigation planning.

• Identify Critical Assets and Dependencies

• Map out infrastructure interdependencies (e.g., how N delivery impacts production).

• Prioritize assets based on business impact.

• Hazard Identification: Conduct site walkthroughs and review incident logs.

Identify risks within Infrastructure & Equipment:

• Chiller or HVAC system failures

• Electrical grid instability (sags, surges, outages)

• Generator or UPS malfunctions

• Compressed air or vacuum system failures

• Aging infrastructure or deferred maintenance

• Fire suppression system malfunctions

Utilities & Supply Chain:

• N, O, or specialty gas delivery disruptions

• Water supply interruptions

• Fuel shortages for backup systems

• Vendor reliability and single-source dependencies

Environmental & Natural Hazards:

• Earthquakes, floods (note: FM Global has noted Floods as a critical risk)

• Temperature or humidity excursions impacting sensitive equipment

• Mold or air quality issues

Operational & Human Factors:

• Inadequate preventive maintenance

• Skill gaps or understaffed facilities teams

• Contractor safety or poor workmanship

• Incomplete documentation or SOPs

Cyber-Physical & Security:

• Building Management System (BMS) cyber vulnerabilities

• Unauthorized access to critical infrastructure

• Physical security breaches (e.g., theft, vandalism)

Compliance & Legal:

• OSHA, EPA, or local code violations

• ADA non-compliance

• Hazardous material storage or handling risks

Business Continuity

• Lack of redundancy for critical systems

• Inadequate emergency response plans

• Poor communication protocols during incidents

• Insurance gaps or under coverage

Risk Evaluation:

• Use a Risk Matrix to assess the likelihood (Rare to Frequent) and Impact (Minor to Catastrophic)

• Assign risk scores to prioritize mitigation

Mitigation Strategy Development:

• For high-risk or high-impact items, define:

• Redundancy plans (e.g., backup chillers, UPS systems)

• Preventive maintenance schedules

• Supplier diversification

• Emergency response protocols

Documentation and Communication:

• Create a risk register

• Share findings with leadership and key stakeholders

Monitoring and Continuous Improvement:

• Establish KPIs (e.g., uptime, incident frequency)

• Schedule periodic reassessments (e.g., annually or post-incident)

• Integrate findings into strategic plan

Minimum Qualifications

BS degree plus 15 years, OR Master's degree plus 10 years, OR Ph.D. degree plus 6 years of relevant experience and accomplishments.

Interns are eligible for some of the benefits listed. Our pay ranges are determined by role, level, and location. The range displayed reflects the pay for this position in the primary location identified in this posting. Actual pay depends on several factors, including state minimum pay wage rates, location, job-related skills, experience, and relevant education level or training. We are committed to complying with all applicable federal and state minimum wage requirements where applicable. If applicable, your recruiter can share more about the specific pay range for your preferred location during the hiring process.

KLA is proud to be an Equal Opportunity Employer. We will ensure that qualified individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us attalent.acquisition@kla.com or at +1-408-352-2808 to request accommodation.

Be aware of potentially fraudulent job postings or suspicious recruiting activity by persons that are currently posing as KLA employees. KLA never asks for any financial compensation to be considered for an interview, to become an employee, or for equipment. Further, KLA does not work with any recruiters or third parties who charge such fees either directly or on behalf of KLA. Please ensure that you have searched KLA's Careers website for legitimate job postings. KLA follows a recruiting process that involves multiple interviews in person or on video conferencing with our hiring managers. If you are concerned that a communication, an interview, an offer of employment, or that an employee is not legitimate, please send an email to talent.acquisition@kla.com to confirm the person you are communicating with is an employee. We take your privacy very seriously and confidentially handle your information.